G2

Solomon D.

Senior HR Operations & Compliance Manager

Human Resources

Mid-Market (51-1000 emp.)

11/10/2026

Guest users or non-business users of the software, not included in G2 scores.

"A Refreshingly Plain Video Room That Protects Privacy and Keeps Meetings Simple"

4/5

What do you like best about Sylaps?

Most of our video calls are administrative. A handful each quarter are the worst half hour of somebody's year: a termination, a harassment complaint, a return-to-work dispute.

Those are the calls where the tool's plainness earns its place. The employee joins from a personal phone — no account, no download, no email address surrendered to a vendor we would then have to name in a privacy notice. On the platforms we used previously, "please create an account to attend this meeting" was a sentence I had to say out loud, and it was indefensible. You do not ask someone being dismissed to register for software first.

Nothing is captured unless we decide to capture it. No automatic transcript parked in somebody's cloud, no recording switched on by default. In an investigation, a permanent record is frequently the last thing either party wants; that should be a deliberate choice, not an inherited setting.

A link also covers the third parties these conversations attract: a note-taker from the client's side, an interpreter, occasionally a support person the employee brings. None of them should require provisioning, and none of them do.

Screen sharing carries the rest — a policy clause read line by line, a severance calculation walked through, an ROE explained. In a termination meeting, being able to put the exact wording on screen is the difference between an argument and a conversation.

It is a basic room, and I mean that as praise. No novelty features, no engagement tools, nothing that needs explaining to a frightened person at nine in the morning. Review collected by and hosted on G2.com.

What do you dislike about Sylaps?

Three hats, three gaps: the person running a difficult meeting, the person who must document it, and the firm that has to account for its tools.

As host. There's no mute under my control, no way to remove a participant, no lock once the conversation has begun. During a harassment intake call last winter, someone talked over the complainant for four minutes and my options were to speak louder or end the session — both poor, and both visible to the person I was trying to protect.

As record-keeper. Employment standards across three provinces expect us to state who attended a return-to-work meeting, and when. There's no attendance list and no session log I can file, so I retype names from memory into the case notes — precisely the sort of record an adjudicator will invite me to justify.

As the firm. Each consultant sets up their own room. No admin view, no inventory of what's active, no single sign-on, and when a colleague leaves there is nothing to revoke. If a client's privacy lead asks where employee conversations are hosted and who can open a room, the accurate answer is "anyone holding the link," which is not a sentence I enjoy writing in a due-diligence response.

Smaller: there's no private side conversation during an investigation. If I need a word with the complainant alone, I end the call and start another.

The room is deliberately plain, and I still prefer that to the elaborate alternative. But plain shouldn't mean unmanaged. Review collected by and hosted on G2.com.

What problems is Sylaps solving and how is that benefiting you?

Our clients are spread across three provinces, and so are their employees. Before this, a significant share of my calendar was spent simply reconciling that geography.

For example, an Alberta manufacturer with a plant in Red Deer and a head office in Mississauga needed a modified-duty planning meeting: their HR coordinator, a plant supervisor, and me in Toronto. That used to mean flights, or a conference bridge where nobody could actually see the restrictions form. Now it’s just a link; the document goes up on screen, and three people can read the same paragraph at the same time.

In another case, a British Columbia client had to dismiss a remote employee in Kelowna who didn’t have a company laptop—only a phone. She was in the room in about forty seconds. The alternative would have been a voice call with no document visible, which, for a dismissal involving a severance calculation, is the worst possible version of that conversation.

There’s also a commercial benefit I didn’t expect. When a client’s procurement team asks what we retain from an employee meeting, I can answer in one sentence, and that sentence has been worth points in two RFPs this year. Being able to say “nothing, unless we deliberately record it” is a differentiator in this sector, not a mere technical detail.

Internally, the administrative overhead of getting people set up has essentially disappeared. Bringing a two-hundred-employee manufacturer onto our service used to mean a dozen invitations and a handful of calls with their IT contact. Now their side needs nothing but a link, and my team can spend that time on the work instead.

What it doesn’t do is act as a case management system. There are no records, no follow-up tasks, and no audit file. Those belong in our HR platform, and I’d rather they stay there than end up inside a meeting tool. Review collected by and hosted on G2.com.

Current UserValidated ReviewerIncentivizedSource: G2 invite